Imagine you’ve just spent the last three weeks recruiting and interviewing a promising new candidate for a crucial role on your team. In the past, they would likely have spent their first week (if not more) filling out paperwork. Then, that information would then be manually copied into various systems and stored away in metal filing cabinets behind lock and key. With Infor Lawson Global Human Resources (GHR), that process is greatly simplified.

Instead of spending days filling out paperwork, the data you’ve collected during the recruiting and interview process is automatically populated into their new employee HR record when you make the decision to bring them onboard. If there is still data needed, the employees can enter it themselves via a highly flexible HTML5 web-based self-service system. As tasks are completed, updates are automatically triggered in any other linked Infor HCM solutions.

Infor Lawson GHR Benefits

Infor GHR as the Core HR System of Record

Infor GHR was introduced over a decade ago as part of the Human Capital Management suite and has since come to play an increasingly important role. Infor Lawson GHR serves as a central repository for data, serving as the core HR system of record. This allows for easier interoperability and keeps important data seamlessly synced between tools, allowing you to maximize functionality and efficiency. That means important HR data is available when you need it, allowing you to make smarter decisions about your most important resource: your people.

No more duplicate data entry. No more painful paperwork. Less room for human error.

Infor Lawson GHR Features

According to Infor, there are six key information types GHR tracks (as well as a few secondary data types it can also manage):

  1. Person System of Record: Stores and automates personnel actions and record-keeping.
  2. Benefits: Projects costs and handles benefit administration.
  3. Lawson Time Entry and Data Management: Sets up and maintains different types of leave, including custom plans by assignment, role, or location.
  4. Employee/Manager Self Service: Allow managers and employees access to update data directly to reduce demand on your HR team.
  5. Position Budget Management: Manages staffing costs by monitoring actual versus budgeted employee or applicant changes.
  6. Occupational Health, Employee Safety, Employee Relations: Helps implement and manage programs in each of these core areas to reduce exposure and limit unwanted legal challenges.

In addition to these core benefits of Infor Lawson GHR, the system can store data on reporting structure, supervisory structure, competency framework, and more. It also boasts flexibility to configure forms, workflows, and usability to meet a wide variety of industry and regional needs.

Infor Lawson GHR Upgrades & A Look at Lawson Talent Management (LTM)

Many of these features have been added gradually over time, as new upgrades have been released. If you implemented Infor Lawson a few versions ago, some of this functionality will be new to you. In fact, many clients don’t realize the new functionalities available in GHR until they decide to upgrade Lawson Talent Management (LTM). Upgrading GHR is required before you can move to the latest version of LTM—at which point you may be pleasantly surprised by the new options and interface that are available.

In addition to the features mentions above, the latest version comes packed with changes to make the system more user-friendly and efficient. Out of the box, it includes new reporting features, snapshots of what the system looked like on specific dates in the past or is forecasted to look like in the future, an employee relations manager, and more.

Infor Lawson GHR: Tying it All Together

The most important thing to consider when implementing or upgrading GHR is the symbiotic relationship that it has with other Infor Lawson applications. Keep in mind that the fields and data you create in Infor Lawson GHR will affect the data that flows into other apps. Think of GHR as the center part of a flower and Talent Acquisition, Performance Management, Goal Management, Compensation Management, Succession Management, and Development Planning as the petals.

Interested in diving deeper into what LTM could do for you? Check out our LTM white paper: How to Leverage Lawson Talent Management (LTM) here.